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5 November 2019CopyrightSarah Morgan

Influential Women in IP: Changing perceptions inside and out

As a director in one of the foremost IP offices in the world, Ros Lynch has her work cut out. In addition to playing a vital role in helping the office prepare for a post-Brexit landscape and leading the UK Intellectual Property Office’s (IPO’s) copyright efforts, Lynch is charged with IP enforcement in a world where everyday infringers are defiant and professional crooks are often one step ahead.

A certain level of stubbornness and doggedness doesn’t go amiss, particularly when it comes to overcoming obstacles. Lynch believes there are two types of barriers for women: those created by systems and processes and those you create for yourself.

“I’ve grown up hearing that as a woman you face barriers and, as a black woman, you face additional hurdles. You think you can’t possibly do things ‘because I’m a black woman’ and this makes someone like me doubly disadvantaged,” she says.

Lynch is not one to shy away from a challenge. “When I started my career and I had setbacks, I just said ‘OK’. But, as time went by, I became more resilient and determined to prove people wrong,” she says.

Breaking barriers

Self-made barriers amplify any inherent challenges within the system, for instance, a lack of role models that look, or sound, like you. And in the UK Civil Service, historically, most senior positions have been held by white men.

Lynch explains: “Every time you have to take a step back, you question whether it’s because you don’t fit the profile, or whether there’s something inherently wrong with you. You’re constantly questioning yourself.”

While there’s currently a big push from within the Civil Service towards making it more inclusive, Lynch admits that “achieving balance quickly is going to be a challenge, given that the top layer still doesn’t reflect UK society”.

“The Civil Service has a 45% female population as a result of a focus on improving gender diversity but there is still work to do to improve representation of black and minority ethnic people in senior, decision-making positions,” she says. “Only 6% of those in senior Civil Service roles are from ethnic minority groups, and the Civil Service has set targets to improve on this.”

Lynch has received much encouragement from male supervisors over the years.

“I’ve had two or three male bosses who have said to me ‘never let me hear you say you’re doubly disadvantaged’. Having people who tell you to believe in yourself and not have the system block you is crucial,” she explains.

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